LED enterprise seek to "difficult" - (AddTime ：2013-03-05)

LED industry talent is hard to find that beset all enterprise, between enterprise mutual dig one phenomenon more and more talents, making the LED industry high cost. According to the library to headhunting statistics, professional manager job every time average salary increases as high as 20% - 50%, but the professional skills and got corresponding improvement, let many LED entrepreneurs helpless. Many scholars and enterprise talent is hard to find on the domestic industrial structure development is not balanced, puts forward the future enterprise talent is hard to find problems to the government and the enterprise joint efforts to solve.

Talent is hard to find trouble enterprise

LED 200W led Flood light industry through the first two years blowout, make the annual LED increased rapidly, and the government and media public opinion guidance, people from all walks of life are elite into this sunrise industry, making the LED industry faced with excess capacity, then the industry reshuffle has started. Staff costs more and more high, enterprise can't recruit of high-end talent recruitment and difficult to be LED enterprise challenges.

Dongguan to library enterprise management consulting co., LTD. (hereinafter referred to as: to library headhunting) chairman of the board of directors YiZhiHua told reporters, "at present, the LED industry senior managers annual salary above 100000, the industry average salary job-hopping to a 20% - 50%, but the professional skills and got corresponding improvement, it makes a lot of LED practitioners formed not afraid can't find job, you don't think the salary is too low state of mind, let LED entrepreneurs is very helpless".

YiZhiHua said: "at present, the LED 200W led Flood light enterprise most from traditional 200W led Flood light enterprise internal dig talent, but traditional 200W led Flood light and LED 200W led Flood light , LED 200W led Flood light differences both in funds or the pressure of competition is not the traditional 200W led Flood light can match, a lot of enterprises are please some don't understand LED 200W led Flood light come to terror".
LED enterprise between people dig the phenomenon more and more common, the industry LED to many entrepreneurs reporter that, foreign talent was a good idea, but in practice will face a lot of problems, a lot of enterprise project flounder to flounder, into the great see effect.

The domestic many enterprise boss put the blame to the LED industry talents so scarce, the current domestic LED enterprise too much, greatly small added up to nearly 10000, industry scarce talent are large enterprises, small and medium enterprises have left, either by himself or talents only from external dig, cultivate talents need a lot of time, a lot of LED business owners choose from external direct dig people. Resulting in LED industry talents more and more expensive, let many entrepreneurs worry.

YiZhiHua said: "there are, of course, make industry high-end talent pain, because LED industry is too hot, leading to many don't understand LED capital dignitaries as their agents into the LED industry, the boss's quick attack near the, resulting in excellent talents to the enterprise, its value is difficult to adapt to sell at a discount greatly.
In addition to industry high-end talent is in short supply outside, also LED the development of structure plan is not reasonable is also a big problem, the most main is the lack of related industry planning didn't attract the high-end talents together. Especially in the central and western regions of high-end talent scarcity, on the one hand, the enterprise can't recruit suitable talents, on the other hand the Midwest technology, information not guangzhou, shenzhen industrial area developed, so that many businesses will company headquarters moved to guangdong province, including QQ quantity a 200W led Flood light will headquarters moved to huizhou, sichuan SONY light source co., LTD. Will headquarters moved to shenzhen and so on. SONY light assistant President more than mirror told reporters, "in the Midwest although enterprise cost advantages, but the enterprise get consultation is less, the relevant industrial supporting backward, so most of the LED enterprises to select moved to guangdong province and other developed areas".

The structure didn't attract the talents

China's reform and opening up 30 years, economic achievements have attracted worldwide attention, but economic development around the structure differ, the guangdong province in the forefront of reform and opening up, the economic structure is better than other provinces, many industrial cluster is relatively perfect. Shenzhen university industry economic research center director WeiDaZhi says, "a good modern industry cluster, should be professional industrial cluster and the extension of industry chain by the formation of the industrial cluster, including supporting industry, such as logistics, etc., so that the formation of industrial cluster is very high content of science and technology".

At present domestic several big industry there area industrial cluster professional level is not high, WeiDaZhi said: "to the shenzhen city as a case, the current several park, including shenzhen high-tech zone, Ann digital city, students industrial park, there are similar problems, one is the specialization degree is not high question. Such as the high-tech zone is new material park, or new energy park, electronic industrial park, many industry mixed together. The second is not the city, the community and the combined work during the day. In the evening, and no one at lunch, won't find anywhere else. Three is the low carbon cycle, the ecological environment is much destruction".

Even so, many high-end talent first choice must be guangzhou and shenzhen, inland other industrial district to attract the high-end talent, is mainly a lot of enterprises have to set the Midwest, but enterprise transfer the past is mostly manufacturing production link, that is basically all sewing worker. These sewing worker seldom go to consider the future development, to make a living is the first.

Although the industry garden have a lot of high-tech companies, but these enterprises to the demand of industrial workers in general is still more than the high-end talent.

Although industrial park environment is good, but in addition to the natural environment, such as life form a complete set, cultural experience and value pursuit of guangdong province with there are still a large gap, so they didn't attract the high-end talents gathered themselves together, and this is why compared with domestic four big cities, Beijing, Shanghai, guangzhou, shenzhen other regions, high-end talent recruitment difficult and keep talented person's reason

In addition to domestic park development structure is not reasonable outside, the allocation of resources to the priority of economic developed area in the tilt, lead to some professional villages and towns not more resource allocation, only through the local township government's priority is to help the key enterprises, to key enterprises more market auxiliary, which also includes thering is no lack of guangdong province in villages and towns.

To TangShaZhen following enterprise as an example, at present TangShaZhen enterprise generally faces three big problems, 1. The enterprise labor shortage, hire problem is severe, recruit less than the right personnel; 2. Do not leave high-end talent, at present TangShaZhen many enterprises high-end talent facing their children to school difficult problem; 3. As TangShaZhen enterprise increase yield, electricity demand more than ever before, the enterprise power grim situation. Although TangShaZhen government guarantee to local key enterprise priority distribution, and solve the enterprise high-end talent children to go to school, but still didn't attract the high-end talents together.

Solve the technical personnel problem can only be settled with colleges and universities cooperation, the cooperation with tsinghua ruifeng, may KaiChang following enterprise's electronic technology co., LTD and wuhan university of science and technology cooperation established the LED key new materials and device research institute "for the enterprise development LED packaging module.

KaiChang DE photoelectric division director XiaHaoDong told reporters, "although the company has been formed by a doctor, master of three of the high level research and development team, but related industries are still lack of top talent. Through the hiring, consultant, part-time, consulting and other ways to solve some technical difficulties, but these people poor stability, fluidity big. Enterprise lack of truly belong to own integrated high-level talents, so choice and colleges and universities cooperation is the enterprise development a significant step forward".

"KaiChang DE with colleges and universities cooperation is to be able to solve the problem of enterprise technology talents, this also is the international well-known enterprise use talent reserve way, but to enterprise leadership talent scarcity and project operations such as hand the problem was not solved, at present the industry present situation is, for the company leadership arrangement or through most of the people from other enterprise to dig, but want to dig and high-end talent play its value, still need many efforts and cooperation" to library headhunting chairman YiZhiHua told reporters.

And the difficulty of the future to attract talents may increase, fuzhou LanDie photoelectric co., LTD., deputy general manager of the 17 told reporters, "has the talent advantage area, such as: guangzhou, shenzhen, etc because of its good economic atmosphere, good treatment, more mature talents growth environment for talents, is very attractive, and talent vulnerable areas are often lack of these talents growth and work conditions, lack of appeal to people, so that the talent by talent vulnerable area to talent advantage area in the field of talent flow." Matthew effect ", make people vulnerable areas more and more difficult to attract talents ".
Government, enterprises need to work together

The future to solve enterprise personnel problems to national policy guidance. And the western liberal economy is different, shenzhen university, director of the center for economic research industry WeiDaZhi said: "the domestic economy is relying on government guide, this is also the Chinese national condition, the future of the global economy. Regional urbanization planning will appear a new landscape: the basic unit of the economy and the cooperation is not a country, also not be enterprise, but the center city to the leading of the urban agglomeration, because of the large enterprise need more industrial supporting group, so make urban agglomeration, is to make the national economy growth pole".

At present, guangdong province level around the city all attach great importance to the construction of the park, on May 9, guangdong provincial party held 11 time, Taiwan high science park and guangzhou nansha, shenzhen sea before, zhuhai hengqin, guangzhou city, foshan new knowledge service industry in China with provincial major cooperation platform. June 1,, in the international science and technology cooperation industrial park (hereinafter referred to as "in industrial park") in matsuyama lake high-tech zone foundation, become the first in China science and technology cooperation industrial park. Matsuyama lake park and therefore have Taiwan high science and technology park and industrial park in two "YuanZhongYuan". National advocacy modern park construction is not only a industrial park, also should be city, park, community trinity, it is not only the city, and community and park. Really make bring together the world famous enterprise, outstanding talents, and has the rich material foundation, cultural environment of the industrial economy area.

So the future domestic enterprise development will rely on the government guidance, the domestic LED enterprise is concerned, the perfect talent reserve and according to its own conditions and improve, but the world famous enterprise talent reserve way, the most advanced company talent pool even for early some key position, so as not to make plans to take over at the last minute to take action, cause needless loss.

Such as France liquid gas company, every one and a half years will be the "strategic position" comprehensive investigation, and will be arranged out 6 people as a successor. And the practice of DRH company is just the appointment of a person, be about to consider to replace his person and so on. Practice proves that the advance preparation approach is reasonable, because according to the personnel flow principle, the leading cadre to every four to five years to change position.

Another enterprise want to have reasonable strategic target, really slowly but surely the LED products well, settling down real for the industry to do something, people must adapt to and play space. From the internal training talents, build enterprise culture, make professional managers have a sense of belonging.